Female managers (As of end of February 2023)10% by 202520% by 2030To make it easier for male employees to take advantage of childcare leave system, we are working to encourage the use of male parental leave. In 2018, to promote awareness of male parental leave, we launched a project called “Papa Apron.” Our managers actively present the apron to male employees who have become fathers, congratulating them and encouraging them to take leave. We are not only focusing on creating systems, but also on implementing various strategies and measures to enable their use.Papa Aprons, utilizing our product designTarget(training for female director candidates) International Women’s DaySince 2023, the week including International Women’s Day on March 8th is designated as an International Women’s Week. We hold a panel discussion inviting external speakers and sessions to learn how to build a career from in-house female managers. This helps all employees to learn and addresss issues in achieving gender equality from an individual and organizational perspective as well as to create opportunities to encourage specific actions.● Initiatives To Encourage Male Employees To Take Parental LeaveTo further cultivate female managers and manager candidates, we have established a system providing women the opportunity to systematically learn the perspectives and skills required of women as leaders by establishing training programs according to position and rank.● Sponsorship ProgramThis is a program for division heads aimed at cultivating female director candidates. Eligible female division heads are provided with opportunities to learn the perspectives and viewpoints necessary for management through regular individual meetings with their sponsoring officers.● Accelerate Her (for Female Managers)We have a program designed to cultivate female division heads, which targets section heads. The program selects participants from various divisions to join a six-month cross-division project. This project aims to equip participants with advanced conflict management, communication, and leadership skills necessary for division head positions. By running this project long-term, we encourage networking among section heads, creating a platform where female leaders can consult with each other without feeling isolated.● Female Leadership Program (for Female Non-Managers)This program is for general employees and aimed at cultivating female section heads. Eligible employees learn the mindset and necessary skills through approximately six months of leadership training. The goal is for each participant to identify their strengths and opportunities, and to take steps toward developing their career. Supervisor training is also provided, which builds an inclusive corporate culture that encourages the promotion of women.44GenderWe are focused on creating an environment where women can play an active role. In addition to being an adopter of flexible work and remote work systems, we are taking a holistic approach to empowering women, including expanding the spousal maternity leave system and encouraging higher leave utilization rates.7.2%
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